To honor and obey: Perceptions and disclosure of sexual assault among honor ideology women

The overwhelming majority of rapes goes unreported. To better understand the sociocultural mechanisms behind why underreporting may occur, three studies (total n = 1,481) examine how women's endorsement of honor values influence the perceptions of rape. Using vignettes that varied the closeness of the perpetrator of a sexual assault (i.e., stranger, acquaintance, or husband), we found that women who endorse honor values of womanhood were less likely to label a forced sexual act as “rape” and to suggest that the victim discloses the rape to others, including to the police. This was especially true the closer the victim was to the perpetrator (e.g., husband vs. stranger). Our findings highlight the effects of honor values on perceived sexual assault and the consequences of disclosure, and may aid in understanding barriers to rape reporting and areas for intervention.

     

认知诊断模型资料拟合检验方法和统计量

认知诊断模型界定了测验题目和所考察属性之间的关系, 通过被试的作答反应获取被试对属性或知识技能的掌握情况。认知诊断模型资料拟合检验可以从项目拟合、模型绝对拟合、模型相对拟合和个人拟合方等方面进行。通过对认知诊断拟合检验方法和统计量的详细介绍和评价, 可为认知诊断实践提供借鉴和参考。未来研究可在更丰富的研究条件下对各统计量的性能进行评价和对比, 完善已有的拟合检验方法, 提出新的拟合统计量。     

人-组织匹配研究的新进展

本文概述了国外关于人-组织匹配研究的最新发展。人-组织匹配简称P-O匹配,它强调组织成员的个人特征与组织特征之问的相容性。P-O匹配不仅使组织能更好地吸引、选拔和留住高素质人才。而且也有利于提高员工工作绩效和满意感。     

A quantitative review of the relationship between person-organization fit and behavioral outcomes

This paper extends the meta-analysis of Verquer, Beehr, and Wagner by providing a meta-analytic review of the relationship between person-organization fit (PO fit) and behavioral criteria (job performance, organizational citizenship behaviors, and turnover). Results indicate that PO fit is weakly to moderately related to each of these outcome variables. Results further show that the way in which fit is measured is an important moderator of fit-outcome relationships; however, definition of fit did not moderate the relationship between fit and behavioral criterion. Implications of these findings and avenues for future research are discussed.     

个人—组织匹配的研究现状与展望

个人—组织匹配主要探讨个人和组织之间的相容性以及实现这种相容性的前提和结果。个人与组织可能以附助或补偿的方式形成匹配。尽管在操作指标的选择上,研究者们没有达成共识,但他们的研究结论都同样体现了个人—组织匹配在员工的组织进入、工作态度、离职意向、工作压力、亲社会行为、工作绩效和组织文化培训等方面的管理价值。展望该领域的进一步研究,自我报告的研究方法以及高水平匹配的益处是令人质疑的,匹配的评估指标也亟待明确。     

人-职务匹配、人-组织匹配对员工工作态度的效应机制研究

本研究采用结构方程建模方法检验了人与职务、组织匹配对员工工作满意感和组织承诺的效应,及“内部整合”与“人际预测”的中介作用。结果表明,人与职务、组织匹配对员工工作满意感和组织承诺有显著的积极效应,“内部整合”对这种效应起完全中介作用,而“人际预测”仅对“人-职务匹配”对员工工作满意感的效应起部分中介作用。研究为理解“人-环境匹配”对于员工工作态度的效应机制提供了理论框架和实证依据。     

Person-supervisor fit,needs-supplies fit,and team fit as mediators of the relationship between dual-focused transformational leadership and well-being in scientific teams

Team-based work structures have become prevalent in science. Scientific teams, however, are characterized by competing individual-level and team-level needs (i.e., by mixed-motive situations). This makes leading scientific teams particularly challenging: Balancing competing individual-level goals and common team-level goals requires a specific type of leadership that simultaneously considers both satisfying individual-level needs as well as team-level needs. The current study addresses this issue by combining the dual-focused model of transformational leadership with person-environment fit theory. Specifically, we investigated needs-supplies fit, person-supervisor fit, and team fit as mediators of the relationship between transformational leadership and scientific team members’ job satisfaction and work-related strain. In doing so, we provide a new perspective on leadership in scientific teams by explicitly differentiating individual-level and team-level effects of transformational leadership. We tested our hypotheses using a three-wave design with a sample of 134 members of 42 scientific teams. The relationships between individual-focused transformational leadership, job satisfaction, and work-related strain were mediated by needs-supplies fit and person-supervisor fit. Team-focused transformational leadership was positively related to job satisfaction and negatively related to work-related strain. Our findings contribute to further clarifying the mechanisms underlying the relationship between transformational leadership and members’ well-being in scientific teams.     

"八荣八耻"的道德哲学

“八荣八耻”的社会主义荣辱观,把社会主义道德的要求聚焦到荣辱观,集中点击人的良心,可谓四两拨千斤;“八荣八耻”督促人们作出善恶选择,启迪了个人的道德自觉、自主和自律,同时也强调了公民的道德权利和义务;“八荣八耻”的落实重在修养和践行,为社会主义道德建设与和谐社会的构建创造了精神条件。     

匹配对创造性的影响: 集体主义的调节作用

以305名大学生为研究对象, 检验创造性氛围的供给-期望匹配、个人创造性能力的要求-能力匹配与个人创造性的关系, 考察集体主义价值观对这种关系的影响。结果显示供给-期望匹配中实际创造性氛围、要求-能力匹配中的实际创造性能力对个人创造性有显著作用。对于高集体主义价值观的个人, 环境因素(实际创造性氛围和要求创造性能力)对他们创造性影响作用更为显著, 展现出集体主义价值观对创造性的间接积极作用。     

The General Environment Fit Scale: A Factor Analysis and Test of Convergent Construct Validity

Person-environment fit (P-E fit) was initially espoused as an important construct in the field of community psychology; however, most of the theoretical and empirical development of the construct has been conducted by the industrial/organizational (I/O) psychologists and business management fields. In the current study, the GEFS-a P-E fit measure that was developed from organizational perspectives on fit-was administered to 246 attendees of an annual convention for residents and alumni of Oxford House, a network of over 1,400 mutual-help addiction recovery homes. The authors conducted confirmatory factor and convergent construct validity analyses with the GEFS. The results suggested that the theoretical factor structure of the measure adequately fit the data and provided limited support for the measure's validity. Sufficient supply of resident needs by the Oxford House and similarity between residents and their housemates predicted satisfaction with the recovery home, but only perceived similarity to housemates predicted how long residents intended to stay in the Oxford Houses.     

Recommendations to disclose sexual assault are motivated by retribution among women who endorse honor values

Rape arrests are higher in US states wherein residents more typically endorse honor values. Because honor values reflect an association between reputation and self-worth, which is based on one's ability to uphold traditional gender norms, one should expect that women who endorse honor values are motivated to conceal a sexual assault. However, honor values also engender the expectation that women defend their reputations if threatened. Thus, women from honor cultures should be more likely to seek retribution by disclosing a sexual assault to others. The current research investigates the impact of honor values on the recommendation to disclose a sexual assault when women believe the victim is motivated to protect her reputation. We evaluated the role of common post-rape emotions (shame, anger, and fear) on motivations to either conceal a “victim” status or to punish the transgression. In two studies, US women (total n = 842) responded to vignettes of sexual assault that varied the relationship of the perpetrator (acquaintance or husband). Using path modeling to test the two competing hypotheses, we found that women who endorsed honor values more strongly perceived that the victim of a sexual assault experienced more anger and fear, was more likely to seek retribution, and, in turn, were more likely to recommend that she disclose to confidants (similar across the acquaintance and husband scenarios). These findings may help increase researchers' and practitioners' cultural understanding of the help-seeking behavior of survivors of sexual assault across different communities.     

Jealousy,Gender, and Culture of Honor: A Study in Portugal and Brazil

The purpose of this study was to examine whether gender and culture of honor were associated with the type of infidelity (sexual or emotional) that affected our subjects more. Samples of 192 Portuguese university students (119 women and 73 men) and 415 Brazilian university students (214 men and 201 women) participated in this research. Participants responded to six dilemmas reflecting a type of infidelity (sexual or emotional), a gender scale, and a culture of honor scale. The results of both samples are compatible with the cultural theses about jealousy. Both men and women were more affected by emotional infidelity. In addition, it was found that the relationship between the sex of the participants and the type of infidelity that induced stress in them was affected by sociocultural variables, such as culture of honor, masculinity, and femininity. Some differences in the response patterns in the case of an infidelity, in both samples (Portuguese and Brazilian), are shown and discussed.     

Un examen empirique de l’intention de quitter des millénariaux à travers diverses dimensions de l’adéquation individu/environnement

The purpose of this paper is to examine the simultaneous effect of three person-environment fit dimensions, namely person-organization fit, person-group fit and person-supervisor fit on the millennials’ intent to leave. Data were collected among a sample of 178 employees born after 1980 working in Quebec organizations from various industries. Results indicate that the three person-environment fit dimensions are linked to intent to leave, but that only person-organization fit has an effect on intent to leave.     

Sample size and bentler and Bonett's nonnormed fit index

Bentler and Bonett's nonnormed fit index is a widely used measure of goodness of fit for the analysis of covariance structures. This note shows that contrary to what has been claimed the nonnormed fit index is dependent on sample size. Specifically for a constant value of a fitting function, the nonnormed index is inversely related to sample size. A simple alternative fit measure is proposed that removes this dependency. In addition, it is shown that this new measure as well as the old nonnormed fit index can be applied to any fitting function that measures the deviation of the observed covariance matrix from the covariance matrix implied by the parameter estimates for a model.     

A Person-Centered Approach to P-E Fit Questions Using a Multiple-Trait Model

The current study first longitudinally examines the validity of person-environment (P-E) RIASEC congruence, adopting a job analytic method to assess the environment and using P-E difference scores to compute congruence, to predict a range of intrinsic career outcomes—including job satisfaction, skill development, work involvement, and perceived stress—in a sample of 401 college seniors involved in the labor market. Second, the incremental validity of an alternative conceptualization of the P component (i.e., the Five-Factor Model of personality [FFM]) is examined over and beyond RIASEC congruence scores. Congruence across RIASEC types significantly predicted job satisfaction and skill development, but FFM traits significantly and substantially contributed to the prediction of all intrinsic career outcomes. Finally, a person-centered perspective to P-E questions is introduced, demonstrating that cluster analysis of individuals' FFM scores resulted in two clusters (i.e., internalizers/externalizers and resilients) showing very different positions on the labor market and reporting differing initial career outcomes. It is concluded that RIASEC P-E fit congruence studies should be complemented with FFM assessment to increase predictive validity. Applications of an FFM-based, person-centered approach in I/O and P-E fit research and practice are discussed.     

The relationship between objective and perceived fit with academic major, adaptability, and major-related outcomes

This study examined the effects of fit with college major on major commitment, GPA, college satisfaction, and changing one’s major. We further examined how individual adaptability may moderate the importance of fit on these outcomes. College students (N = 198; 160 women and 38 men; mean age = 19.14 years) completed an interest inventory used to assess objective fit with major, and also indicated their perceived fit with major. Results revealed little correlation between perceived fit and objective fit, with differential relationships to these outcomes. Perceived fit showed stronger positive correlations with affective major commitment and academic self-efficacy than did objective fit. Regarding the moderating role of adaptability, individuals higher in adaptability reported higher institutional satisfaction when there was lower perceived fit. Adaptability also had a main effect on major-related outcomes above and beyond the effects of fit. Practical and theoretical implications of these results are discussed.     

Teaching ethics: More than an honor code

An honor code is certainly a good place to start teaching engineering students about ethics, but teaching students to live honorably requires far more effort than memorizing a code of ethics statement or applying it just to academic performance. In the School of Engineering at Grand Valley State University, we have followed the model provided by the United States Military Academy at West Point. For our students this involves an introduction to the Honor Code as part of a larger Honor Concept at the very beginning of their studies and then making it an integral part of their preparation as engineers. The challenge is significant because the culture at large does not support living with an Honor Concept. This paper will begin with a discussion of the cultural context in which we must teach, because that context has changed significantly in the years since many faculty members were students themselves. The rest of the paper will detail the approach that we have taken to teach ethics as an engineer’s way of life. “The shortest and surest way to live with honor in the world is to be in reality what we would appear to be. All human virtues increase and strengthen themselves by the practice and experience of them.” Plato An earlier version of this paper was presented at the 2005 conference, Ethics and Social Responsibility in Engineering and Technology, Linking Workplace Ethics and Education, co-hosted by Gonzaga University and Loyola Marymount University, Los Angeles, CA, USA, 9–10 June 2005.     

“工作价值观-职务特征”匹配对工作倦怠的影响研究

工作倦怠是近年来工业和组织心理学及职业健康领域的一个研究热点,本研究的目的是着重检验"工作价值观-职务特征"匹配对工作倦怠的影响.根据2家企业118份调查问卷的结果对工作倦怠量表和"工作价值观-职务特征"问卷做了修订.然后在8家非服务性企业进行了调查,316份有效问卷的调查进一步验证了工作倦怠量表具有良好的构想效度和信度;人口统计学变量性别、年龄在工作倦怠上有显著差异;通过相关分析结果表明,"工作价值观-职务特征"匹配各维度与工作倦怠各维度显著相关;进一步的逐步回归分析表明,任务特征在任务依存性和任务自主性的两个维度的匹配对情绪衰竭有负向预测作用,任务自主性匹配还对工作怠慢维度有负向预测作用.     

你和上司合拍吗?组织中的上下级匹配

上下级匹配, 作为影响领导-下属良性互动的关键因素, 近几年逐渐成为组织管理研究中的前沿话题。上下级匹配是指领导和下属在心理或行为特征方面的契合度, 包括一致性匹配和互补性匹配两种类型, 其测量方式也涉及直接测量与间接测量。从现有文献来看, 研究者主要考察了领导-下属在人格特质、社会认知、心理状态、工作行为和关系因素等方面的匹配效应, 涉及心理过程和互动过程两大中介机制, 个体因素和情境因素两大调节机制。未来研究可以关注传统性、面子意识等本土心理特征的匹配效应, 或者对现有的中介、调节机制进行拓展。